Human Resources Business Partner

Singlife Philippines; Metro Manila; On-site; PHP 1,200,000 - 2,100,000; Full time

Job summary

Singlife Philippines is seeking an experienced HR Business Partner to serve as a strategic and operational partner to assigned business functions, translating business priorities into effective people strategies and solutions.

The HRBP will provide end-to-end HR support across workforce planning, talent management, employee relations, performance management, organizational effectiveness, employee engagement, recruitment, compensation and benefits, and HR operations, and ensure HR practices align

Qualifications

• Bachelor's degree in HR, Psychology, Business Administration, Management, Behavioral Science or related field.
• Postgraduate qualification or professional HR certification is an advantage but not required.

Responsibilities

• Provide end-to-end HR support across workforce planning, talent management, employee relations, performance management, organizational effectiveness, employee engagement, recruitment, compensation and benefits, and HR operations.
• Ensure HR practices align with Philippines labor laws, internal policies, and business objectives.
• Lead HR projects and change management initiatives across local and regional levels.
• Support workforce planning, headcount analysis, and organizational restructuring as needed.
• Partner with leaders to translate business priorities into actionable people plans and governance.

Skills

HR Business Partnering

Stakeholder management

People analytics

Performance management

Employee relations

Education

Bachelor's degree in HR, Psychology, Business Administration, Management, Behavioral Science

Postgraduate qualification or professional HR certification

Job description

Singlife Philippines is a mobile-first life insurance company on a mission to make financial independence achievable for every Filipino.

Through modern technology, we provide insights, guidance, and solutions—all via mobile devices—so Filipinos can get the right financial protection when they need it. From emergencies and loss of income to high medical bills and future goals like education or retirement, Singlife ensures money is there when it matters most

.

As a subsidiary of Singlife Singapore, we combine the agility of a start-up with the strength of a trusted regional brand. Through our growing portfolio of partnerships,including trusted platforms like GCash, AUB's HelloMoney, and Hello Pag-IBIG, we're making meaningful insurance more accessible to the wider market.

At Singlife, we're not just building products. We're democratizing access to financial protection, one Filipino at a time.

Job Purpose

The HR Business Partner (HRBP) serves as a strategic and operational partner to assigned business functions, working closely with leaders and employees to translate business priorities into effective people strategies and solutions.

The role is responsible for providing end-to-end HR support across workforce planning, talent management, employee relations, performance management, organizational effectiveness, employee engagement, recruitment, compensation and benefits, and HR operations.

The HRBP will also ensure that people practices are aligned with Singlife Philippines' business objectives, organizational values, internal policies, and applicable Philippine labor laws and regulations.

Key Responsibilities

HR Business Partnership

• Develop a strong understanding of the assigned business functions, including their objectives, operating model, organizational structure, workforce requirements, and people challenges.
• Serve as the primary HR partner and point of contact for leaders and employees within assigned business units.
• Provide HR advice and guidance to managers on organizational, people, performance, and employee-related matters.
• Partner with business leaders in translating business priorities into actionable workforce and people plans.
• Participate in management discussions and provide HR insights that support business and organizational decisions.
• Build strong working relationships with leaders while maintaining appropriate HR governance, consistency, and objectivity.

Workforce Planning and Organizational Effectiveness

• Support annual and periodic workforce and manpower planning activities.
• Partner with leaders in reviewing organizational structures, staffing requirements, capability gaps, and future workforce needs.
• Analyze headcount, employee movements, vacancies, attrition, manpower costs, and other workforce indicators.
• Support organizational restructuring, role changes, promotions, transfers, and other organizational movements.
• Provide people-related data and recommendations to support management planning and decision-making.
• Work with stakeholders in identifying opportunities to improve productivity, capacity utilization, and organizational effectiveness.

Talent Acquisition and Onboarding

• Partner with Talent Acquisition and hiring managers to understand workforce requirements and recruitment priorities.
• Support job description development, position calibration, candidate assessment, interviews, and hiring recommendations where required.
• Participate in culture-fit and HR interviews for identified positions.
• Support offer development by providing input on internal equity, job grades, salary positioning, and candidate expectations.
• Monitor critical and priority vacancies and help facilitate timely hiring decisions.
• Support employee onboarding and ensure new hires are properly integrated into the organization.

Performance Management and Talent Development

• Drive the implementation of the company's performance management processes within assigned business units.
• Partner with managers and employees in establishing clear, measurable, and aligned performance goals.
• Provide guidance on SMART goal setting, performance expectations, development plans, and performance conversations.
• Support managers in conducting performance reviews, regular check-ins, coaching discussions, and performance improvement interventions.
• Monitor completion and quality of performance management activities.
• Identify capability and development requirements in partnership with business leaders and relevant HR teams.
• Support talent reviews, succession discussions, career development, and identification of high-potential employees.

Employee Relations

• Serve as a trusted HR adviser to managers and employees on workplace concerns and employee relations matters.
• Handle employee concerns, grievances, attendance issues, misconduct cases, and other employee relations matters in accordance with company policy and Philippine labor laws.
• Guide managers in documenting employee cases and implementing appropriate disciplinary processes.
• Assist in preparing Notices to Explain, administrative case documentation, decision notices, and other employee relations correspondence as required.
• Coordinate with Legal or external counsel for complex or high-risk employee relations cases.
• Support employee separation processes, including resignations, terminations, redundancies, and other employment movements.
• Promote consistent, fair, and well-documented application of company policies.

Employee Engagement and Culture

• Partner with leaders in strengthening employee engagement and organizational culture.
• Identify employee engagement concerns and recommend appropriate interventions.
• Support employee communication, recognition, engagement initiatives, organizational events, and other people programs.
• Facilitate employee listening activities, discussions, surveys, and feedback sessions when required.
• Promote an inclusive, collaborative, and high-performance work environment.

HR Analytics and Reporting

• Prepare and analyze HR reports, dashboards, and workforce data to support decision-making.
• Monitor key HR indicators including headcount, hiring, attrition, employee movements, absenteeism, performance, manpower cost, and other people metrics.
• Identify workforce trends, risks, and areas requiring management attention.
• Provide meaningful HR insights and recommendations rather than solely reporting data.
• Support preparation of management, leadership, and regional HR reports as required.

HR Projects and Change Management

• Lead or participate in local, regional, and enterprise-wide HR projects.
• Support implementation of new HR policies, systems, processes, and organizational initiatives.
• Partner with stakeholders in managing people-related aspects of organizational change.
• Facilitate workshops, employee sessions, manager briefings, and HR programs as required.
• Support continuous improvement initiatives aimed at improving HR effectiveness and employee experience.

HR Governance and Compliance

• Ensure HR practices comply with Philippine labor laws, DOLE requirements, statutory regulations, company policies, and internal governance standards.
• Maintain appropriate documentation for employment decisions and employee cases.
• Monitor potential employee relations and compliance risks and elevate concerns appropriately.
• Support internal and external audits relating to HR processes and employee records.
• Maintain strict confidentiality in handling employee, compensation, and organizational information.

Qualifications

Education

• Bachelor's degree in Human Resources, Psychology, Business Administration, Management, Behavioral Science, or a related field.
• Postgraduate qualification or professional HR certification is an advantage but not required.

Experience

• At least 10 years of progressive Human Resources experience, preferably with significant exposure to HR Business Partnering or HR Generalist responsibilities.
• Experience supporting managers and senior leaders in a corporate environment.
• Strong working knowledge of Philippine labor laws, employee relations practices, and HR compliance requirements.
• Experience in several HR disciplines such as employee relations, performance management, recruitment, compensation and benefits, payroll, workforce planning, organizational development, and HR operations.
• Experience in financial services, insurance, technology, digital organizations, or other highly regulated industries is an advantage.
• Experience working in a regional or multinational organization is an advantage.

Role Summary

The HR Business Partner is expected to operate as both a strategic people partner and hands-on HR practitioner. The role requires the ability to understand business priorities, provide credible advice to management, manage employee matters with sound judgment, use data to support decisions, and ensure that day-to-day HR processes are delivered accurately and effectively.

Success in the role requires a strong balance of business understanding, employee advocacy, operational discipline, HR expertise, and the ability to influence stakeholders across different levels of the organization.